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Negative Change Experience

Presented by Stephen Kraning, learn about the negative experiences faced during the implementation of FTX program, the driving forces behind the change, and strategies for shaping, sustaining, and adapting to change. Discover ways to make Total Safety Culture more employee-centric and effective. |

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Negative Change Experience

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  1. Negative ChangeExperience Presented By: Stephen Kraning Leading & Managing Change Bellevue University Professor: Nima Stabet

  2. Overview: • At Union Pacific Railroad we recently implemented a program called FTX. Which stands for Field Training Exercise. a new change in how we enforce and help each other when we are doing something that is unsafe and or against the rules. • Purpose: The purpose of this was to coach employees to safe behaviors when they are not doing something correct or thanking them when they are doing something safely. • Overview of my experience: My personal experience with the program is negative because I am getting a “ticket” every time I do something wrong. All while when I save the company millions of dollars I get no thank you. • Responsibilities: The responsibilities is in the hands of the managers and the Foreman since they are the only ones that have a ticket book. • Outcome: The outcome has been extremely negative and created a work environment almost hostile.

  3. Forces Driving Change • Technology • Accountability for employees • Injury rate down • Company to have some control in program over TSC (TOTAL SAFETY CULTURE)

  4. Diagnosing and Planning change • How to make tsc more management run • How to get it on the records that we talked to them • Not have it be negative when going on record • Have tickets used to show the foreman coached employees to a safer way of doing things

  5. Implementing Change • Slowly release program in stages • Get the foreman on board • Train all employees what the program is • Show it for their safety and learning as well as the foreman

  6. Shaping and Sustaining Change • Continue to grow we need safety rate low • As we move forward what can we do with the FTX program to keep it alive • Ticket are not just bad behavior anymore but also good ones so that recognize and thank employees for working safe

  7. Adapt and Rejuvenate • Most important step for Us! • Get employee feedback • Can we change it to keep the program alive • Adjust to what the employees don’t like of it being on there record and getting an ftx ticket? • Let employees know when we messed up with program and not used the way we had intended.

  8. Conclusion • UPRR could have succeeded with this program if they kept the TSC program that the employees loved • Just coming in and throwing something out is not in there best interest • Get employee feedback

  9. Cited: • Kaplan, S. (2012). Business model innovation. [electronic resource] : how to stay relevant when the world is changing. Hoboken, N.J. : John Wiley & Sons, Inc., 2012. • Solis, B. (2013). What's the future of business? [electronic resource] : changing the way businesses create experiences. Hoboken, N.J. : John Wiley & Sons, c2013. • Weiss, J. W. (2012). Front Cover. In Organizational Change. San Diego, CA: Bridgepoint Education. Retrieved from Business E-books Online database.  • Harmon, P. (2014). Business Process Change. Amsterdam: Morgan Kaufmann. • Manwani, S. (2008). IT-enabled business change. [electronic resource] : successful management. Swindon, UK : British Computer Society, c2008 (Norwood, Mass. : Books24x7.com [generator]). • Van de Ven, A. H., & Sun, K. (2011). Breakdowns in Implementing Models of Organization Change. Academy Of Management  • Van der Voet, J., Kuipers, B. S., & Groeneveld, S. (2016). Implementing Change in Public Organizations: The relationship between leadership and affective commitment to change in a public sector context. Public Management  • Clark, B. R. (2004). Sustaining Change in Universities: Continuities in Case Studies and Concepts. Maidenhead, England: McGraw-Hill Education. • Rowland, D., & Higgs, M. (2008). Sustaining Change: Leadership That Works. Chichester, England: Jossey-Bass.

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